4.1 business that supports employees who make mistakes

4.1 Define the meaning of a ‘no blame’ cultureThe no blame concept is fundamental to successful implementation of continuous improvement; Just-In-Time (JIT) and problem-solving strategies and prognosis. A no blame culture is based upon the belief that employees want to be participative members of a high performing team. Employees come to work with the intention of doing a good job, if a problem occurs the problem is sought out as an organizational deficiency and not deliberate actions of an employee.

A business that supports employees who make mistakes is one that cultivates high performance and trust. On the contrary, a blame culture cultivates an environment where employees are unwilling to take risks; or embrace responsibility for mistakes due to a fear of criticism or chastisement; and stifles idea sharing which in turn limits the growth of the team as well as individuality.4.2 Evaluate the benefits of a ‘no blame’ culture A no blame culture creates a liberating and free atmosphere for employees, manages customers and the company on a whole; with this comes the benefit of having a plethora of mind-sets working toward a single goal.

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It also inspires loyalty amongst employees as well as effective problem solving and high performance. A continuous improvement mind-set is adopted, and more is accomplished as employees enjoy their working days.For employees to feel empowered; they must feel free to make mistakes and in turn learn from these, by discussing and evaluating with work colleagues how to improve. For a lot of managers, the no blame approach makes way for an open forum for all to discuss issues without the fear of backlash; in addition to this all ideas can be taken into consideration. On the other hand, the blame approach avoids blame and redirects it to others rather than solving the problem and finding a way forward to learn for the future.

4.3 Describe how systems and processes can be used to support a no blame cultureMediations support a no blame culture as this process supports people when resolving disputes. The aspects of mediation recognise that there is an issue that needs to be resolved rather than trying to find the ‘truth’ and helps the disputants view the situation from a different perspective.

When the blame approach is used; response to conflict is ineffective and can therefore become destructive within the working environment. In a no blame culture all mistakes are taken or seen as a learning opportunity; and to gain insight at different levels i.e organisational, procedural and personal, in blame culture systems that do not remain in place; as there is no free environment for employees to discuss, solve and learn from issues or growing concerns. Practices that are failing continue to fail; as fault would need to be recognised and acknowledged, on the other hand systems and processes continue to progress and adapt within a no blame culture.


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